Experts have defined engagement as a persistent state of work fulfillment. This fulfillment translates into enthusiasm and passion, higher than average levels of concentration and focus, and an irresistible boost of energy. Indeed, passion, focus, and energy are key components of engagement. Take away any of these factors and engagement suffers.
The potential positive impact of engagement on the organization’s bottom line is substantial. In 2002, the Journal of Applied Psychology released a meta-analysis of 7,939 business units in 36 companies that related engagement to improvements in customer satisfaction, productivity, profits, turnover, and safety records. More recently, a 2006 study in the Journal of Managerial Psychology connected engagement to employee satisfaction and commitment.
Moderation governs employees’ energy. Simply put, workers cannot feel exhausted and be engaged at the same time. Interestingly, the 2003 study “Recovery, Work Engagement, and Proactive Behaviour” in the Journal of Applied Psychology connected regular repose and engagement. Moderation reminds us that people need to recharge their batteries.
Manager represents empowerment. Employees seem more engaged when they have some decision-making power and a greater sense of control over their jobs.
Moon symbolizes learning. In general, people are more engaged when activities tax their energy and intellect. This factor feeds employees’ confidence and sense of accomplishment, adding meaning to the job.
Read about the other eight M’s in this article in Training & Development, Jan 2008
